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Linking Your Employees to Their Why Factor - Why Is That Important?

Guest post by: Susan Bagyura

Article Overview: The best leaders are the ones who are focused on bringing out the best in their people – transforming lives. When someone has that as his purpose, the profits just naturally follow. Then the leader can determine their vision for the business based on their purpose. Dealing with what drives other people to action can be complex. There are 4 key areas that you will want to understand. Gathering answers to questions requires absolute confidentiality. When you’ve unlocked the “whys” for your employees, you will unlock some of the areas you haven’t been able to get to and become more efficient. Connect them to their “why.” In the process you’ll find out that knowing the “whys” will always move people beyond where they think that they can go. Always!

Linking Your Employees to Their Why Factor - Why Is That Important?

The first thing a great leader should do is to determine what their purpose is. This is their ‘why’. I don’t mean the fancy mission statements that you see hanging on walls that no one understands. I mean the guiding reason the leader has for the business.

Why are they there? It has to be something beyond profits. I believe the best leaders are the ones who are focused on bringing out the best in their people – transforming lives. When someone has that as his purpose, the profits just naturally follow. Then the leader can determine their vision for the business based on their purpose.

The best leaders are open, truthful and transparent in communicating their purpose and vision. As a result, the employees will know, like and trust them. It is actually quite surprising, but in many companies larger than 200 employees, the people don’t even know the name of the CEO.

They feel no connection to the leader and certainly no connection to their purpose and vision. This also translates to how valued they feel. When a person does not feel valued for their contribution, they will not be committed to its success.

This has a very serious impact on the business. A company’s greatest assets are its employees and its customers.

Let’s take a closer look. If the employees are not happy and don’t feel valued, anyone that they come into contact with will know it. If a customer hears an employee speaking badly about his employer, it has a negative impact.

Customers like to hear happy employees. There is a subconscious thing that happens then. If employees are happy, then it must follow that the company treats them well. If a company treats its employees well, then it certainly is going to treat its customers well.

When we know the why for our employees, this will inspire people to be and do more.

Dealing with what drives other people to action can be complex. Here are some starting places:

• What do they really want?

• What’s their heart’s desire?

• What’s going on in their heart of hearts?

There are four areas that you’ll want to understand:

1. Find out their “why” for their career. Do they work at their job because they think they can’t do anything else? Are they in a J-O-B or is this position a step on their ladder of success? Is this their dream job? What keeps them coming to work? Do they get to use their skills and develop new ones?

2. What is their “why” in their marriage or with significant others? What about their kids, loved ones, and friends? You want to find out what is their “why” for their financial growth. Abraham Maslow studied the basic needs of individuals and the first “why” in his hierarchy is meeting the essential needs to maintain life -- shelter, food, clothing, transportation, and a way to retain them.

3. What is their “why” for the health of their body? Are they distracted with personal illnesses or chronic issues that affect your bottom line as well? Are they in good health? Do they have a healthy mental outlook?

4. The “why” that concerns people most often is how they are going to pay for the necessities. After that, they want things for themselves or their family. Do they feel like they are being paid what they are worth? Are they frustrated working for someone else? Would they like to be doing something else for more money? Are they satisfied with their financial status?

Gathering answers to questions requires absolute confidentiality. Build trust by being caring, by sharing personal details, by being patient because it takes time to build relationships, and by being fully present when speaking with that person. It bears repeating; all information must remain confidential and only be used to help the person get what they want.

When you’ve unlocked the “whys” for your employees, you will unlock some of the areas you haven’t been able to get to and become more efficient. Connect them to their “why.” In the process you’ll find out, as I have, that knowing the “whys” will always move people beyond where they think that they can go. Always!

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Article Tags: absolute confidentiality, transforming lives, why factor, whys



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